Invigorating Local Governance Through Performance Management System

The Local Government Service Council need to be applauded for the implementation of Performance Management System to help improve performance and service delivery of staff under the Local Government Service.

It is an indisputable fact that the defective nature of administration of various MMDAs revealed lack of commitment and competencies on the service delivery of staff and management. Several experts had revealed that resources identified under various MMDAs when properly mobilized, utilized and accounted would have improved their current developmental status without Common Fund from the Central Government. Reports from Auditors General over the years exposed the unwarranted abuse of public funds especially at the various MMDAs. Who is to carry the can for such abuses, the citizen or staff?

Several research works had linked development and productivity to quality service delivery and this is what the Performance Management System targets through Performance Appraisal and Performance Contract of staff under the Local Government Service. The Local Government Service therefore has mammoth responsibility to ensure that the intentions of the PMS are attained.

After thorough assessment of PMS, I would like to make the following recommendation which I believe would augment the successful implementation of PMS.

Firstly, training workshop on the PMS should be departmental specific. Example, Agriculture Department should receive a separate training on PMS with examples related to their work and ranks.

Secondly, the scores for the best ten MMDCDs and MMDCEs with their appropriate rewards and recognitions through the performance contract should be published annually either in the dailies or on the website of the Local Government Service.

Thirdly, there should be an additional column on the Performance Appraisal and Contract allocated for resource and sources of the resource needed and used to achieve targets of Key Performance Indicators (KPIs). This would help Local Government Service appreciate the effective and efficient uses of resource.

Fourthly, Local Government Service should demonstrate transparency, accountability and professionalism in executing rewards and sanctions. The Local Government Service needs to create an environment of equity and equality such that it doesn’t matter the district a staff finds him/herself, their work input would be recognized based on their performance.

I conclude by encouraging all staff under the Local Government Service not only to look at the meagre salary to measure their work inputs but count themselves fortunate to be part of the Local Government Service especially in the midst of high rates of unemployment in this country. The value of a work is not about how much we are receiving but the impact on our lives if we should lose it. We don’t need to become President, Member of Parliaments, Chief Executives, Coordinating Directors, heads of departments, to cause a change. We can make changes if we focus on achieving our Key Performance Indicators irrespective of the challenges we face. I strongly hope the Local Government Service would do its part.

Amo – Asare Jeffery
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